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As the workplace evolves to become more trustworthy, transparent, ethical, collaborative and mindful of its employee needs – leaders must be equally diligent to earn respect from their colleagues. Being the leader doesn’t mean that you have earned respect. Too many leaders take their titles and authority for granted. Some leaders believe that they are owed and/or command some level of (unearned) respect just because of where they are positioned on the organizational chart. Today’s workplace – highly influenced by millennials and embedded with people that have trouble trusting others – requires proof of performance before respect is earned. As such, leaders must reset their state of mind and become more responsible with their actions and accountable for the effect their influence has on their employees and the organization as a whole.

I’ve never been impressed by titles, though I have always been respectful of one’s position of authority and responsibility. This doesn’t mean that I necessarily respect “the person” behind the title. Respect, trust and loyalty are earned over time. Ultimately, it has been the quality, consistency and presence of one’s character that I have always paid most attention to. In other words, does the leader talk a good game or do they have the ability to put their words into action that impacts others in a positive way? Do they play the part or do they define the part they play as a leader for the betterment of a healthier whole and the organization they serve?

When you think of great leaders who are honored and respected, they weren’t always necessarily well-liked. But they were respected for how they led and made those around them better. Over time this earned respect defined their legacy in a positive manner and secured their place in history (e.g. Ronald Reagan and Bill Clinton in politics; Steve Jobs and Jack Welch in business).

Today’s uncertain workplace requires leaders to pay close attention to others. Leaders must be active and attentive listeners,practice patience, appreciate the unique talents and capabilities of their colleagues, and be noticeably grateful for the effort and performance of their teams. People are carefully observing their leaders, looking for reasons not to trust them (because they have been burned so many times in the past), but ultimately wanting their leaders to be worthy of their respect and loyalty. Unfortunately, leaders often make this task difficult as many of them are not naturally wired to lead, or emotionally intelligent enough to be aware of the consequences of their insensitive leadership style and demeanor.

To help you achieve sustainable success as a leader who puts people first, here are five ways to earn respect from your employees:

Consistently Strong Work Ethic; Set The Standard

Actions are stronger than words, and this is personified by the respected leader. Great leaders despise false promises and people that create lots of unnecessary noise to get attention. There are many leaders that play the part on the outside, but have very little substance on the inside. Respected leaders are those who consistently prove through their work ethic that they are reliable and trustworthy on the inside and out.

These leaders set the tone and are great role models. The tangible and measureable results of their consistent work ethic influence new best practices and cultivate innovation. Ultimately, their leadership defines the performance culture for the organization. They set the standard and leave behind an indelible impact.

Not Afraid to Take Risks; Admit Wrong Doing

Respected leaders are those who are not afraid to take risks. They are bold enough to change the conversation and seamlessly challenge the status quo for the betterment of the organization and their competitive advantage. They can anticipate when a paradigm shift is in order and are courageous enough to act on it.

The other side of this admirable quality is the ability to admit wrong doing. Respected leaders do not hesitate to make the most difficult decisions and will put themselves out on the frontline to lead by example. They gravitate towards what many view as a “leap of faith” and willingly accept the challenge – knowing very well that the odds may not be in their favor given the personalities and inherent obstacles that surround them.

Sponsor High-Potential Employees; Serve Others Rightly

Respected leaders think about making others better. They don’t leach, they lead. They are mindful of those that give a 100% effort to their responsibilities. Respected leaders find ways to discover the best in people and enable their full potential. When they detect high-potential talent they impart upon them their wisdom and provide a path for long-term success.

Leaders that “sponsor” their employees put their own reputation at risk for the betterment of the individuals they are serving. This is an admirable quality and one that is highly respected amongst a leader’s peers. For example, my career was shaped and defined by one of my bosses in the early stages of my professional development. He witnessed my raw talent and saw that it needed refinement. He wasn’t afraid to take risks and exposed me to environments in the workplace that were too advanced for my experience to-date.

This challenged me to make decisions, and tested my ability to think and use my instincts. He lifted me up and guided me rightly each time I failed along the way. My boss taught me all of his tricks and trusted me to use them in ways that represented my personality, natural style and approach. Others noticed and didn’t always think that I was worthy of his sponsorship – but in the end I proved the doubters wrong and eventually became their supervisor.

My boss earned a lot of respect from the organization and other leaders began to model his sponsorship approach. Five years later, I became the youngest senior executive in the company’s 100+ year history.

Powerful Executive Presence; Long-Lasting Impact

The most respected leaders are the most authentic people. Their executive presence is genuine and true. They make those around them feel that they matter and they welcome constructive dialogue regardless of hierarchy or rank. Respected leaders trust themselves enough to live their personal brand and serve as powerful role models to others. Their presence creates long-lasting impact that leaves a positive mark on the organization and the people they serve.

Respected leaders are passionate, impact-driven people. Their presence is felt when they walk into the room; their reputation and their track-record precede them.

Have Their Employees’ Backs; Deflect Their Own Recognition

Too many leaders are recognition addicts and want all of the credit. They spend too much time breaking-down rather than building-up their teams. They don’t take the time to genuinely learn about other’s needs. Leadership is ultimately about knowing the people you serve and giving them the guidance, inspiration and navigational tools to make their lives better and enable more opportunities.

Leaders earn respect when they reward and recognize their employees and colleagues. They take the time to appreciate and understand the unique ways they each think, act and innovate – and are always on the lookout to enable their talent. They are trusted, admired and respected because they make it more about the advancement of others, rather than themselves. They share the harvest of the momentum they build with others.

Earning respect is a journey and requires leaders to focus on how they can “deliver beyond what is expected” of their role and responsibilities. It’s about always being on the look-out for ways to step up your game and being mindful of ways to make the workplace better and the organization and its people more competitive and relevant.

What will you do as a leader today that you haven’t done in the past to be more respected?